We want everyone at Making Moves to feel they belong and can do their best work. A team with different backgrounds, experiences and perspectives gives our clients better advice and makes Making Moves a better place to work.
Clear job adverts: Our job descriptions are jargon-free and say when qualifications are useful rather than essential.
Wider reach: We advertise on a range of job boards and actively look for candidates from groups under-represented in property.
A fair process: Every candidate answers the same set questions and completes a task based on the role. At least three people from different backgrounds are involved in every hire.
Values-based interviews: One interview stage focuses on our values, so we assess how people work rather than whether they fit in.
Feedback: We aim to give every candidate useful feedback, whatever the outcome.
Policies for real life: Including family-friendly, menopause and period policies.
Training: Everyone is trained on inclusion, respect at work and how to raise a concern, with a refresher each year.
Our DE&I Committee
Our DE&I committee is open to anyone at Making Moves, from any team or level. It marks dates like International Women’s Day, Pride and Mental Health Awareness Week, brings in outside speakers, and reviews our policies to spot blind spots.
Measuring Progress
We ask everyone to share diversity information confidentially, and run an annual survey. Only the People Team sees individual answers, and nothing is published in a way that identifies anyone. We share the overall picture with the team each year and use it to set our priorities.
Our Suppliers
Everyone who works with us signs our Supplier Code of Conduct, which holds them to the same standards on equality and respect.
We haven’t got everything right, and we’ll keep reviewing what we do.
Talk to Us
If you’d like to know more, contact us at operations@makingmoves.london
